ONGOING HR SUPPORT
HR AUDITS
EMPLOYEE RELATIONS
DISCIPLINARIES & GRIEVANCES
CONTRACTS & POLICIES
ABSENCE MANAGEMENT
ONGOING HR SUPPORT
HR AUDITS
EMPLOYEE RELATIONS
DISCIPLINARIES & GRIEVANCES
CONTRACTS & POLICIES
ABSENCE MANAGEMENT
ONGOING HR SUPPORT
HR AUDITS
EMPLOYEE RELATIONS
DISCIPLINARIES & GRIEVANCES
CONTRACTS & POLICIES
ABSENCE MANAGEMENT
ONGOING HR SUPPORT
HR AUDITS
EMPLOYEE RELATIONS
DISCIPLINARIES & GRIEVANCES
CONTRACTS & POLICIES
ABSENCE MANAGEMENT
New laws and regulations mean greater responsibilities for employers, with higher risks and potentially serious consequences if you get things wrong. Keeping up with changing legislation, employment requirements and workplace responsibilities can be time-consuming and difficult to manage alongside the day-to-day running of your business.
We help you stay compliant, reduce risk and handle your responsibilities with confidence. From keeping policies and procedures up to date to providing practical HR support and guidance, we work with you to ensure your business is meeting its legal obligations while creating a positive, productive workplace.
Our approach is straightforward and tailored to your business. We take the complexity out of HR and employment compliance, giving you the support you need to protect your business, support your people and build a better workplace for everyone.
From 1 January 2027, employees will gain ordinary unfair dismissal protection after 6 months’ service, rather than two years. Employers will need to ensure probation, performance and dismissals are handled fairly and properly documented. The right HR processes can help reduce risk and protect your business.
SSP becomes payable from day one of sickness absence, removing the previous three-day waiting period. This means employers may face increased costs and need to ensure their absence processes are up to date.
The right to request flexible working is now a day-one right. Employers must consider requests fairly and follow the correct process, making it important to have clear policies and procedures in place.
Employers have a duty to take reasonable steps to prevent sexual harassment in the workplace. This means having clear policies, providing appropriate training and taking concerns seriously.
Improved rights for parents and carers, including unpaid leave and stronger redundancy protection. Employers need to understand these rights and ensure their policies and procedures are kept up to date.
More obligations for employers mean more risk if you’re not prepared. Staying up to date with employment law and having the right policies and processes in place can help protect your business and reduce costly mistakes.
A monthly calendar built on themes and campaigns, approved in advance, so you always know what's going out and why.
Branded graphics, short-form video and reels edited for each platform, designed to be watched, not skipped.
We define a tone of voice with you and write to it consistently, so your feed reads like your business, not a stock caption generator.
A monthly calendar built on themes and campaigns, approved in advance, so you always know what's going out and why.
Branded graphics, short-form video and reels edited for each platform, designed to be watched, not skipped.
We define a tone of voice with you and write to it consistently, so your feed reads like your business, not a stock caption generator.
CityHR gives businesses the confidence to manage their people properly, stay compliant and deal with HR issues before they become bigger problems.
From HR audits, employment contracts and policies to disciplinaries, grievances, absence management and day-to-day employee relations, our team is there when you need us.
Whether you need help with a difficult employee situation, want to make sure your business is compliant, or simply want ongoing HR support without the cost of an in-house HR department, CityHR is your HR department - in your pocket.
It depends on your business and your needs. Some businesses need ongoing HR support, while others only need help with specific situations such as a disciplinary, grievance, absence issue or employment contract. CityHR provides flexible support around your business.
Employment law and workplace requirements are constantly changing. We help you understand your responsibilities, review your HR processes and put appropriate policies and procedures in place. This helps reduce risk and keep your business prepared for changes in employment legislation.
Missing or outdated HR policies can leave your business exposed to unnecessary risk. Clear policies help employees understand what is expected of them and give employers a consistent framework for managing workplace situations. CityHR can review your existing policies and identify areas that may need updating.
Yes. We can provide practical guidance throughout disciplinary and grievance processes, helping you follow a fair and consistent procedure. This can include advice on investigations, meetings, documentation and appropriate next steps.
Yes. Managing absence correctly is an important part of effective HR management. We can help you establish appropriate absence procedures, manage individual cases and understand your responsibilities when dealing with sickness absence and return-to-work processes.
Employment law continues to evolve, bringing new responsibilities for employers. CityHR helps businesses understand key changes and what they mean in practice, including areas such as day-one rights, statutory sick pay, flexible working, harassment prevention and parental and family leave.
No. Small and growing businesses don't necessarily need a full in-house HR department. CityHR can provide external HR support and professional advice when you need it, giving you access to HR expertise without the cost of building a large internal HR team.
Yes. Our HR audits can help identify gaps, outdated documentation and areas of potential risk. We can then provide practical recommendations to help improve your HR processes and compliance.
Yes. We can help you create, review and update employment contracts, handbooks, policies and other HR documentation to ensure they are appropriate for your business and reflect current employment requirements.
An HR compliance check is a review of your current HR practices, policies and documentation to identify potential gaps or areas of risk. It gives you a clearer picture of where your business stands and what you may need to improve.
The cost depends on the level of support your business requires. We can discuss your circumstances and recommend a practical approach based on your business, number of employees and the HR support you need.